Managers can schedule recurring one-on-one sessions directly through PayPeople, with agendas set ahead of time so conversations stay focused on progress and development rather than becoming an unstructured status update — useful for remote teams especially, where informal hallway check-ins don’t happen naturally.
Boost employee morale by delivering instant recognition and constructive feedback. PayPeople’s continuous feedback module will ensure that appreciation and insights are shared at the right time, helping employees improve and stay motivated.
Set objectives at the organizational, departmental, and individual level so personal targets stay visibly tied to broader business outcomes, with PayPeople’s AI suggesting relevant KPIs and OKRs based on each role. See the full OKR’s & Goals page for how goal-setting and tracking works.
A single manager’s view doesn’t always capture the full picture. PayPeople’s 360-Degree Review module gathers input from supervisors, peers, and direct reports, giving a more balanced, complete appraisal than a top-down review alone.
PayPeople’s performance module uses AI to automate role-based appraisals, evaluating employees against the metrics tied to their actual job description, skills, and competencies — not a generic company-wide template. The system auto-suggests KPIs and OKRs based on each role and prior performance, and provides AI-driven insights for salary adjustments, bonuses, and rewards. When a performance gap shows up, PayPeople recommends role-specific upskilling programs tied directly to that evaluation.
Yes. You can run traditional annual appraisals, continuous feedback, or combine both depending on how your organization wants to structure reviews.
PayPeople suggests role-relevant KPIs and OKRs based on the employee's job description and past performance, so managers aren't starting from a blank template for every goal cycle.
Yes. The system provides AI-driven insights for salary adjustments, bonuses, and rewards based on evaluation results, connecting performance data to compensation decisions rather than treating them as separate processes.
Both are supported. You can run standard single-manager appraisals or enable 360-degree feedback for roles where a broader perspective adds more value.
